Yay research! A study conducted at Temple University concluded that instead of punishing employees who exhibit extreme anger, supportive responses by managers and co-workers can promote positive change.
Published in the journal Human Relations, the authors of “The trouble with sanctions: Organizational responses to deviant anger displays at work” state:
when companies choose to sanction organizational members expressing deviant anger, these actions may divert attention and resources from correcting the initial, anger-provoking event that triggered the employee’s emotional outburst.
So rather than engage with your colleagues in a superficial manner, it helps to relate with them more deeply. Listen to the emotional tenor of your conversations, and you may hear a whole spectrum of feelings — anger, sorrow, defeat, uncertainty, excitement, hope, we could go on.
And when you do, you may be in a position to help your coworkers cope with their difficulties. You’re also better equipped to manage your own workload because:
1) you glean useful information about the organization’s projects by being so attuned, and
2) you build closer relationships, which will serve you when you’re the one looking for help.
What about your own anger? We’ve been asked by a reader to explore concrete ways to channel anger more productively.
Start by acknowledging your irate feelings, then identify the specific source or target of your fury. Once you’re able to understand what has ticked you off, and why, we can then apply these researchers’ findings to your experience. Have compassion for your self, which will likely bring about compassion for your colleagues, in turn. This emotional intelligence becomes the basis on which to resolve the situation and your related bad feelings.
We’ll revisit the topic of managing anger at work; there’s so much to discuss when it comes to leveraging at work everything you have inside you.
Under what circumstances have you worked with an angry colleague? How did you manage?
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